Six Ways to Improve Employee Satisfaction to Drive Small Business Growth
By Benjamin Grossman | April 18th, 2022 | Retail, restaurants, technology, POS System
As the so-called “Great Resignation” continues, business owners are growing worried about employee retention. Currently, 6 percent of workers are actively looking for new jobs according to CNBC, which is unprecedented in history.
Fortunately, there are ways to boost employee satisfaction without breaking the bank, which could keep your company immune to this growing trend. Here are six ways to improve employee satisfaction in 2022 and beyond.
One of the most common reasons for people leaving their jobs is their unfavorable work-life balance. But how can you help employees maintain that balance when you need people earlier and later than a typical 9 to 5 and on weekends?
Your schedule comes with some challenges, but it also offers opportunities. You can hire people who are looking to work on those off-hours. The key is maintaining flexibility. Here’s where a good POS system can make a difference. Rely on your POS system to reduce the complication of scheduling and make sure you have enough coverage and that your employees are getting the hours they want.
Use data to better understand your true needs. How many workers do you need at any given time? What positions should be filled at what times? Evaluate your sales data to find out when you are busiest. Talk to your employees about their experience. Once you understand what you need, you can work with your employees to give them flexibility while ensuring you have the right coverage.
Offering incentives for a job well done can be a great motivator. But, rewarding quality work doesn’t always have to mean large bonuses or raises. Especially for Millennial and Gen Z employees, recognition is the simplest reward you can offer that can make a difference. Studies show younger generations tend to value positive reinforcement, which comes with no sacrifice or financial investment to your company. In fact, it's great for your culture.
Other incentives that won't break the bank include offering employees time off, hand-written letters of appreciation, all-company activities, and more.
Sometimes, the job itself is the reason employees choose to leave. Often, making improvements to the job will turn out to be good for business overall. Talk with employees about their experience and what they see could be done better. The solution could be as simple as updating computer software or investing in more comfortable workstations.
Something like an easy-to-use ordering system that reduces the stress of the job and boosts morale while reducing errors and waste.
Speaking of feedback, that's probably the single best strategy employers can use to put their thumb on the pulse of what's working and isn't for employees. There are several ways to collect feedback without being intimidating.
You might try:
Employees generally want to feel like they are a part of the company they work for, and if they know their voices are being heard, they’ll have less reason to leave.
Some of the feedback you receive may go beyond your business’s financial capability, but others could be as simple as changing management habits (micro-managing, not being present, etc.) or scheduling matters. You may even receive feedback on general decision-making and the direction of the company, which may offer some excellent insight and boost morale!.
Fostering healthy communication is everything in a business, from customer relations to inter-employee relations. One line that’s often neglected is between management and employees, but it’s every bit as critical.
Remember, communication is a two-way street, so try to have as many one-on-one conversations with employees as possible, and use active listening skills to demonstrate your engagement. From there, make time for employee evaluations every 6 to 12 months and offer employees honest feedback about their performance.
Also, communication should include involving employees in the bigger picture decisions, rather than springing new ideas on them at the last minute. Help them feel like they are an essential part of the enterprise.
Employees want to feel confident in their work, that their work matters, and that it's leading to something bigger. Investing in initial and ongoing training for your staff that they can apply to their jobs, future professional development, and even their personal lives is very important. It helps people feel fulfilled.
One of the most common reasons for employees leaving a job is the sense that there’s no room for growth or improvement. A great way to prevent the “dead-end” mindset is to train employees for future positions and growth within the organization.
You never know when employees are thinking of leaving until it’s too late, so start putting these tips to use as soon as possible.
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